Consultancy

MDi offers a range of organizational development and project consulting services to clients in the not-for-profit, corporate and public sectors. These consulting services include:

Desk Review and Research

Desk review and research to provide qualitative information and learning from a variety of existing resources. These resources can include internal organizational resources such as HR manuals or policy documents; online resources such as journals, reports and websites; social media resources to assess brand sentiment or commentary; hard copy documentation such as training materials or procedure manuals; government published or public domain information; existing research reports.

Training Needs Assessment (TNA)

The TNA process uses the organization’s objectives and priorities – and the findings from the desk review if available – as a starting point for the design of questionnaires, on-the-job interviews, focus and departmental group inputs, interpretation, analysis, reporting and presentation of recommendations. The TNA covers assessment of current skills and exposure against desired levels, gap analysis, recommended interventions and intervention methodology. Based on the clients’ needs, the TNA can be framed against both tactical as well as long-range views.

Training Impact Assessment

The assessment reviews the effectiveness of training in terms of tangible impact on real competence levels in the workplace and organizational results such as financial, service levels, customer satisfaction and other organizational health indicators. This is usually carried out in conjunction with standards defined in the TNA and in concert with annual training plans. The assessment is covered via workplace interviews, observations of actual vs. desired outcomes and changes in group behavior or image.

HR Policies and Procedures

This service is ideal for SMEs or NGOs with a need for formulation of HR policies and procedures. MDi works with the organization to construct an enabling and consistent set of policies within an HR Policies and Procedures Manual. The policies and procedures cover recruitment, job descriptions, salary scales, training and career development, performance management, legal and statutory requirement, wage and leave policy, incentive or bonus schemes, etc.

Environment and Engagement Surveys

These are great tools when properly run to manage employee perceptions of the organization, the work environment, and people relationships. They can give management a comprehensive view of the overall health and commitment of the organizational community, as well as determining if the organization is focused and customer-facing, or if its energies are being diffused through lack of understanding or misunderstanding of common objectives.

Salary and Benefits Surveys

The real challenge in salary and benefits surveys is to work with meaningful comparisons. This is because there is significant variation in the terminology and meaning that different organizations attach to designations, grades, job titles etc. Much depends on the size of the organization, the scope and scale of the specific job, the nature and complexity of the position, the size of the team and in some cases the need for specific, specialist skills.

Project Monitoring and Evaluation

This typically involves project consultants conducting collection and analysis of quantitative data, qualitative analysis including interviews and focus groups, synthesizing the results into meaningful information, production of interim and final project reports and communication with project stakeholders including donors and partners.

Process Improvement

An effective way to establish continual improvement within the organization is to conduct regular process improvements (BPI). MDi experts can engage with your team to assess and improve processes across a variety of organizational functions such as people development and training, customer service, supply chain, warehousing and inventory, etc.